List the assessment methods to be used and the context and resources required for assessment. Copy and paste the relevant sections from the evidence guide below and then re-write these in plain English.
Elements describe the essential outcomes. | Performance criteria describe the performance needed to demonstrate achievement of the element. |
1 | Define nature and impact of change for designated area and processes | 1.1 | Identify the organisation’s aims and objectives for the competitive systems and practices techniques related to the change process. |
| 1.2 | Identify opportunities for implementation of change within work area. |
| 1.3 | Determine impacts of change for work area, including potential benefits and impacts on own work and work of fellow employees. |
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2 | Identify key performance indicators (KPIs) | 2.1 | Liaise, where required, with managers, engineers and other staff responsible for designing and/or implementing change. |
| 2.2 | Identify KPIs for own work responsibility and that of the work area. |
| 2.3 | Communicate KPIs to fellow employees. |
| 2.4 | Check that data collection and processing are appropriate for KPIs. |
| 2.5 | Raise and resolve issues related to KPIs with relevant personnel. |
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3 | Liaise with key stakeholders | 3.1 | Identify key stakeholders impacted by the change. |
| 3.2 | Communicate with key stakeholders within scope of authority. |
| 3.3 | Identify and address issues and concerns of each stakeholder if within scope of authority. |
| 3.4 | Develop and/or locate information required to address key concerns. |
| 3.5 | Refer issues and concerns outside of scope of authority to appropriate personnel. |
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4 | Develop a strategy to help implement change | 4.1 | Identify or develop a work plan for implementing change. |
| 4.2 | Make information required to support change available to team members. |
| 4.3 | Communicate/circulate draft work plan to other employees in work area, supervisors, technical experts and other appropriate personnel for comment. |
| 4.4 | Assess suggested changes and incorporate into work plan, where appropriate. |
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5 | Implement change | 5.1 | Obtain authorisation to commence change implementation in accordance with organisation procedures. |
| 5.2 | Implement change in accordance with work plan and organisational work health and safety (WHS) and consultation procedures. |
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6 | Monitor implementation of change | 6.1 | Maintain open communication channels with all stakeholders during implementation. |
| 6.2 | Monitor KPIs during implementation. |
| 6.3 | Encourage and facilitate improvement suggestions of team members. |
| 6.4 | Identify areas requiring improvement in change implementation. |
| 6.5 | Make improvements to implementation according to organisation procedures. |
Evidence required to demonstrate competence in this unit must be relevant to and satisfy the requirements of the elements and performance criteria and include the ability, for one (1) or more changes, to:
identify competitive systems and practices in own workplace
identify changes to own work and work area flowing from implementation of relevant competitive systems and practices
consult with stakeholders regarding changes and issues
develop a strategy to implement required changes
make suggestions for improvements.
Must provide evidence that demonstrates knowledge relevant to their job role sufficient to fulfil their job role independently, including:
features of competitive operational practices in own work area
health, safety and environment (HSE) principles and requirements for area of responsibility
change implementation procedures
planning and implementation strategies
employee assistance mechanisms within organisation.
The unit should be assessed holistically and the judgement of competence shall be based on a holistic assessment of the evidence.
The collection of performance evidence:
should occur over a range of situations which include typical disruptions to normal, smooth operation of the workplace
will typically include a supervisor/third-party report focussing on consistent performance and problem recognition and solving. A supervisor/third-party report must be prepared by someone who has a direct, relevant, current relationship with the person being assessed and who is in a position to form a judgement on workplace performance relevant to the unit of competency
must include facilitating change in relation to the implementation of competitive operational practices in own work area
will typically include the use of appropriate tools, equipment and safety gear requiring demonstration of preparation, operation, completion and responding to problems.
Assessment should occur in operational workplace situations.
Knowledge evidence may be collected concurrently with performance evidence (provided a record is kept) or through an independent process such as workbooks, written assessments or interviews (provided a record is kept).
Assessment processes and techniques must be appropriate to the language, literacy and numeracy requirements of the work being performed and the needs of the candidate.
Conditions for assessment must include access to all tools, equipment, materials and documentation required, including relevant workplace procedures, product and manufacturing specifications associated with this unit.
Foundation skills are integral to competent performance of the unit and should not be assessed separately.
Assessors must satisfy the assessor competency requirements that are in place at the time of the assessment as set by the VET regulator.
The assessor must demonstrate both technical competency and currency.
Technical competence can be demonstrated through:
relevant VET or other qualification/Statement of Attainment AND/OR
relevant workplace experience
Currency can be demonstrated through:
performing the competency being assessed as part of current employment OR
having consulted with an organisation providing relevant environmental monitoring, management or technology services about performing the competency being assessed within the last twelve months.